announce<\/a> we\u2019ve named Jessica Kriegel, renown culture transformation strategist, speaker and author, as our new Chief People and Culture Officer. <\/p>\n\n\n\nTo build remarkable employee experiences, an organization needs someone who knows how to build an intentional workplace culture that aligns with the company\u2019s strategic goals. Jessica comes to Experience.com with an abundance of experience building intentional cultures for a number of leading brands. She has written the book on workplace culture, in fact, she has published two books on it: \u201cUnfairly Labeled: How Your Workplace Can Benefit from Ditching Generational Stereotypes\u201d and \u201cProving the Value of Soft Skills: Measuring Impact and Calculating ROI.\u201d<\/p>\n\n\n\n
We talked to Jessica about her new role, her inspiration as a culture strategist and the initiatives she is most excited about starting. <\/p>\n\n\n\n
Chief People and Culture Officer: The role and responsibilities<\/strong><\/p>\n\n\n\n\u201cAs Chief People and Culture Officer, my responsibility is to take care of the people and to craft an intentional culture that allows us, as a company, to execute on our strategy,\u201d said Jessica, \u201cMy first task is to listen and learn by doing an organizational assessment to understand what\u2019s working, what\u2019s not working and what our superpower is.\u201d <\/p>\n\n\n\n
Jessica\u2019s method to building an intentional culture does not rely on touchy-feely, froufrou tactics. She is data-driven and believes building an effective workplace culture involves a systematic approach that ensures all employees have access to the tools and resources they need to achieve their work goals. <\/p>\n\n\n\n
An intentional culture is not about a feeling and it\u2019s not about a vibe. It\u2019s about the specific ways in which we are able to execute. There are measurable data-driven ways to look at culture.<\/p><\/blockquote>\n\n\n\n
\u201cAn intentional culture is not about a feeling and it\u2019s not about a vibe. It\u2019s about the specific ways in which we are able to execute. There are measurable data-driven ways to look at culture — things like access to information, access to tools, organizational structure, and the rewards we have in place. The way we collaborate performance management. A leader\u2019s accountability to their team and to the organization. These are all examples of how we can systemize culture.\u201d<\/p>\n\n\n\n
Professor Sumantra Ghoshal: Culture is \u201cthe smell\u201d of the place<\/strong><\/p>\n\n\n\nWhen asked about the cultural experts who inspire her, Jessica is quick to mention Sumantra Ghoshal who served as a Professor of Strategic and International Management at London Business School. According to Ghoshal, a company\u2019s culture is \u201cthe smell\u201d of the place. Ghoshal\u2019s research revealed two things about company culture: 1.) That it is possible to create a positive company culture — or \u201csmell\u201d — when management embraces values like discipline, trust and support; and 2.) It is possible for a determined management that has inherited a bad culture to convert it to a successful one. <\/p>\n\n\n\n
\u201cHe talks about how, if you put good people up against a bad culture, the bad culture wins every time. The smell of the place has to be good. It has to be enlivening. It has to be something where people can thrive. So that\u2019s my focus.\u201d <\/p>\n\n\n\n
Leveraging data to build employee experiences that drive key strategies <\/strong><\/p>\n\n\n\nJessica admits one of the things she is most excited about within her new role is Experience.com\u2019s technology and the platform\u2019s ability to capture real-time feedback from employees. \u201cThe reason I took this job is because of the employee experience piece. I think that\u2019s critical.\u201d<\/p>\n\n\n\n
She emphasizes how most organizations may send out an employee engagement survey once a year, if that. But once-a-year employee surveys are inadequate at best, by the time you get the feedback and analyze the results, it\u2019s too late to build programs based on actionable data. Jessica\u2019s mission is to implement Experience.com\u2019s solution to gain insights at every step of the employee lifecycle. <\/p>\n\n\n\n
\u201cMy goal is to identify the areas where we can improve the employee experience throughout the organization. In terms of culture drivers, the things I want to measure include accountability structures for performance management, whether goals are being distributed across the organization, and how performance reviews are conducted,\u201d said Jessica, \u201cAre we giving employees access to the information and tools they need? Do we have succession plans in place? Is employee performance tied to bonus structures? These are the questions I\u2019m asking right now.\u201d <\/p>\n\n\n\n
Experience.com CEO Scott Harris is on board with Jessica\u2019s approach and the need to align both employee and customer experiences with strategy.<\/p>\n\n\n\n
\u201cOur employee experiences are critical to our business,\u201d said Scott, \u201cWe want to align our employee and customer experiences in a way that makes Experience.com the best place to work. It\u2019s our name and it\u2019s our promise.\u201d <\/p>\n\n\n\n
Jessica said she has worked with companies in the past who talk about the importance of collaboration, but then design competitive dynamics between employees and teams that work against any truly collaborative processes. She uses this example to show how, when strategy and workplace culture are not aligned, business outcomes suffer. She believes the ideal culture is one that is aligned to specific business strategies. <\/p>\n\n\n\n
\u201cWe have to create clear alignment between our business strategies and our employee experiences. That\u2019s what building an intentional culture is all about.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
\u201cThe reason I joined Experience.com is because of the focus on employee experience this company has,\u201d said Jessica Kriegel, culture transformation expert, renowned speaker and author. There are two primary<\/p>\n
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